The Ross Non-Harassment Policy

Ross Stores prohibits sexual harassment and harassment because of race, color,
national origin, ancestry, religion, creed, physical or mental disability, marital status,
medical condition, gender, gender identity, sexual orientation, age or any other basis
protected by federal, state or local law. All such harassment of job applicants and
associates by another associate or supervisor, any vendor, customer or other third party,
including contract workers and temporary employees, will not be tolerated.

Harassment Defined
Harassment is unwelcome verbal, visual or physical conduct creating an intimidating,
offensive or hostile work environment that interferes with work performance. Examples
of harassment include verbal (including slurs, jokes, insults, epithets, or teasing), graphic
(including offensive posters, symbols, cartoons, drawings, computer displays or e-mails)
or physical conduct (including gestures, physically threatening another, blocking
someone’s way, etc.) that puts down or shows hostility or dislike towards an individual
because of any protected characteristic. Such conduct constitutes harassment when: (1)
it has the purpose or effect of creating an intimidating, hostile or offensive working
environment; or (2) it has the purpose or effect of unreasonably interfering with an
individual’s work performance or (3) it otherwise adversely affects an individual’s
employment opportunities.

Sexual Harassment Defined

Sexual harassment can include all of the above actions as well as other unwelcome
conduct such as unwelcome or unsolicited sexual advances, requests for sexual favors,
conversations regarding sexual activities and other verbal or physical conduct of a
sexual nature when: (1) submission to such conduct is made, either explicitly or
implicitly, a term or condition of an individual’s employment; or (2) submission to or
rejection of such conduct by an individual is used as a basis for employment decisions
affecting such individual or (3) such conduct has the purpose or effect of substantially or
unreasonably interfering with an individual’s work performance or creating an
intimidating, hostile or offensive environment.

Ross Stores’ Complaint Procedure

Ross Stores’ complaint procedure provides for an immediate, thorough and objective
investigation of any claim of prohibited harassment as well as appropriate disciplinary
action, up to and including immediate termination of employment, against one found to
have engaged in prohibited harassment, and appropriate remedies for any victim of
harassment. If an associate believes he/she has been harassed on the job, or if an
associate is aware of the harassment of others, please provide a written or verbal
complaint to your supervisor or to any other supervisor at Ross, or to any Human
Resources Manager, Director, or Vice President, or to the Senior Vice President of
Human Resources as soon as possible. Associates may also report complaints /
concerns to the Company’s Alert Line, 1-800-92-ALERT

Ross Stores prohibits retaliation against any associate for using this complaint
procedure or for filing, testifying, assisting or participating in any manner in any
investigation, proceeding or hearing conducted by a governmental enforcement agency.
Additionally, Ross Stores will not knowingly permit any retaliation against any associate
who complains of prohibited harassment or who participates in an investigation.
All incidents of prohibited harassment that are reported will be investigated. Ross will
immediately undertake or direct an effective, thorough and objective investigation of the
harassment allegations. The investigation will be complete and a determination
regarding the reported harassment will be made and communicated to the associate
who complained and to the accused harasser(s).

If Ross Stores determines that prohibited harassment or other conduct that violates
Ross’ policies has occurred, the Company will take effective remedial action
commensurate with the circumstances. Appropriate action will also be taken to deter any
future harassment. If a complaint of prohibited harassment is substantiated,
appropriate disciplinary action, up to and including immediate termination of
employment, will be taken.
Additional Information
The California Department of Fair Employment and Housing (DFEH) is the state agency
that resolves complaints of unlawful discrimination, including sexual harassment. After a
complaint is filed, the DFEH has one year to investigate the complaint. To contact the
DFEH, consult your local telephone directory under state Government Office or ask
directory assistance for the number of Department of Fair Employment and Housing
headquarters located in Sacramento or write to Department of Fair Employment and
Housing, 2014 T Street, Suite 210, Sacramento, CA 95814-6824.

The Equal Opportunity Commission (EEOC) is the federal agency that resolves sexual
harassment claims. To contact the commission, consult directory assistance for
Washington, DC or write to Equal Employment Opportunity Commission, 1801 L Street,
NW, Washington, DC 20507

To reiterate to all associates, harassment of our job applicants and associates by

another associate, supervisor, or any vendor or customers, is not tolerated at Ross
Stores. An associate who believes he or she has been subject to harassment of any
kind should contact his/her supervisor, or a member of the HR department management
team. Associates may also report complaints/concerns to the Company’s Alert Line, 1-
800-93-ALERT. The Company’s non-harassment/retaliation policy is also discussed in
the Associate Handbook. Please contact a member of the HR department if you have
any questions about this policy. Gaspar Vargas

Associate Name